ETECH

EIN 45-3237969 · TX · Professional Services

Compensation disclosed5 brokers of record, 2021–2024As reported on Form 5500 (Schedules A and C), U.S. Department of Labor.

Employer-paid broker pay2024 · analysis: $113,7172023: $94,4542022: $105,3132021: $99,423

Benchmarked against: Professional Services · 101–500 employees · same industry, in-state · n=121 employers (your plan plus 120 peers)

475

(latest)

Self-fundedSelf-funded (incl. mixed, stop-loss and level-funded).

Funding

$113,717

Broker pay, employer-paid lines (2024)

$19.95

38th pct vs peers · n=121

Lines disclosed: Dental · Vision · Life · Short-term disability · Long-term disability

Broker pay as a share of insured premium: 3.4% (peer median 8.1%, 8th percentile).

Without the 16 low-disclosure peers, this plan is at the 28th percentile of 105 comparable plans (your plan plus 104 peers).

Per-participant and share-of-premium comparisons differ because your plan insures a different mix of lines than most peers. The line-by-line rates below are the most direct comparison.

Employer-paid $113,717 benchmarked for 2024 · Voluntary $14,129 shown separately, compared by rate only

Self-funded medical. This figure is commissions on the insured ancillary lines (life, disability, dental, vision, stop-loss). A self-funded employer's medical advisor is typically paid a fee outside these filings, so total broker pay is usually higher than the figure shown.

Broker commission rate by benefit line

What the broker earns on each insured line, as a share of that line's own premium — not a share of total broker pay, and not what the coverage cost. Peers for these tiles: same region, similar covered lives. Full table below. How the national rates are built.

Voluntary / worksite

16.8%

Peer median 20.0%

Within peer range

Short-term disability

16.9%

Peer median 15.1%

Within peer range

Vision

11.9%

Peer median 10.0%

Above peer range

Long-term disability

16.9%

Peer median 15.4%

Within peer range

Life

Not comparable

Rate is above 40% of premium on a core line, or 100% on a voluntary line

Voluntary / worksite premium is typically paid by employees through payroll deduction, so commission on those lines comes out of employee money rather than company money.

Dental is filed only inside a bundled multi-line contract, so there is no single-line rate to compare. The bundle's effective rate is in the table below.

This page shows what was filed. The report shows what it means.

What the gap is worth — the dollar difference vs. peer median, including a 3-year view
The current structure compared against levels comparable plans actually reported
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Where the $127,846 across all lines goes

Each broker and each benefit line, in dollars

How much broker pay rides inside the premium

Base commission against bonuses and other carrier payments, all funded through premium

Whether this number is drifting

Compensation across every filed year, against the peer median

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Benefits covered (latest filing)

HealthDentalLife insuranceShort-term disabilityLong-term disabilityApprenticeship / trainingOther

From the Form 5500 welfare benefit codes — the authoritative list of what the plan covers, including medical (health).

Broker history

Benefit lines covered by year — broker identity limited on public pages

Medical here is self-funded. The employer pays its own health claims (usually through a TPA), so there's no insurance contract for medical and it never appears on Schedule A. The itemized coverages in this filing are the insured ancillary lines — dental, vision, life, disability. Schedule C captures advisor pay two ways: paid directly from plan assets, or received indirectly from a carrier or vendor in connection with the plan. This plan has no Schedule C on file — so any advisor compensation beyond those ancillary lines isn't captured in this filing.

Year:

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Commission rates by benefit line

Each insured contract on the filing, with the broker's commission as a share of that contract's own premium. Premium is what was paid to the carrier for the coverage; only the commission column is broker pay.

Benefit line	Contract	Rate	vs. peers	Position
Voluntary / worksitefiled as “Life, Other (SUPPLEMENTAL LIFE/ DE…”	United of Omaha Life Insurance Company	16.8%	med 20.0%	Within peer range
Short-term disability	United of Omaha Life Insurance Company	16.9%	med 15.1%	Within peer range
Vision	United of Omaha Life Insurance Company	11.9%	med 10.0%	Above peer range
Long-term disability	United of Omaha Life Insurance Company	16.9%	med 15.4%	Within peer range
Lifefiled as “Life, Other (AD&D)”	United of Omaha Life Insurance Company	Not comparable	Rate is above 40% of premium on a core line, or 100% on a voluntary line	Rate is above 40% of premium on a core line, or 100% on a voluntary line

Bundled and other contracts — no single-line peer comparison

A bundled contract covers two or more lines on one premium (for example Health + Dental). Its effective rate is the commission on the whole premium; it is shown for completeness and never compared with single-line peers, because the mix of lines inside the bundle sets the rate as much as the broker does.

Covers	Contract	Effective rate	vs. peers
Dental + Stop-loss	Bluecross Blueshield of TexasPlan 501	2.7%	Bundled; no single-line peer

How the peer group for each line was built

Voluntary / worksite: n=1,245 contracts, Southwest, 101-500 covered lives
Short-term disability: n=440 contracts, Southwest, 101-500 covered lives
Vision: n=972 contracts, Southwest, 101-500 covered lives
Long-term disability: n=502 contracts, Southwest, 101-500 covered lives
Life: n=942 contracts, Southwest, 101-500 covered lives

n = the number of peer contracts in that comparison group.

Everything in this table is from the 2024 filing. These 6 contracts are a subset of the broker compensation disclosed for that year. The remainder sits on contracts with no premium reported or on Schedule C service-provider fees, which carry no contract rate.

Who funds this. Voluntary / worksite premium is typically paid by employees through payroll deduction, so commission on those lines comes out of employee money rather than company money.

Peer comparison here is contract-level: each line is matched to single-line contracts covering a similar number of lives. The geography and size band come from that cell's generated scope label. That is a different group from the plan-level peer set, which compares employers on total broker cost per employee, so the two sample sizes are not expected to agree. The national table on the research page includes every single-line contract on that benefit line. Company pages use the tightest cell with at least 10 contracts — region and size when those exist, otherwise national. The two medians answer different questions, so they are not expected to match. Contracts under $10,000 in premium are listed for completeness, with no rate or peer position. Not comparable: Rate is above 40% of premium on a core line, or 100% on a voluntary line

Plans on file

Expand a plan to see its insured contracts and year-over-year history — the details someone on the plan can recognize and verify.

PN 501ETECH EMPLOYEE BENEFITS PLAN475 participants (2024)

HealthDentalLife insuranceShort-term disabilityLong-term disabilityApprenticeship / trainingOtherSelf-fundedSelf-funded (incl. mixed, stop-loss and level-funded). · 4 years on file

Loading contracts…

Covers = benefits reported on the Form 5500 (welfare benefit codes). Contracts = insured lines itemized on Schedule A; a self-funded medical line never appears there.

At a glance

Primary brokerLimited on public pages

Years on file4

Lead broker continuityFiled brokername changed

Broker setup3 brokers in 20245 across all years

Most

Peer benchmarkProfessional Servicesn=121 · state peers

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How do similar employers compare?

Employers in the same peer group (Professional Services, similar size), from public Form 5500 filings. Open one to see what it pays its broker.

Browse more: Texas employer health plans · Professional Services plans in Texas · all states

Sourced from Form 5500 filings as submitted to the U.S. Department of Labor. Most recent plan year on file: 2024. Dataset refreshed October 7, 2026. Plan years are labeled by the year they begin, so a July 2024 – June 2025 plan year is 2024. Filings may lag 12–18 months behind the current plan year.

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